Companies should embrace returning moms – often they boast more skills!

Companies should embrace returning moms – often they boast more skills!

Companies that fail to hire mothers re-entering the workplace are allowing their organisation to be robbed of efficient, quality employees, possessing
an invaluable experience.

This is according to managing director at HR Company Solutions, Madelein Smit, who says that being a mother will teach you things that no degree ever
will. She says these companies do not recognise mothers re-entering the workplace could be more productive than their colleagues
“Your negotiation skills need to be impeccable. You need to be able to keep track of multiple events taking place simultaneously – making you good at
multi-tasking. Then there’s the financial management that comes with balancing your family’s needs against your single income. Unfortunately, some
companies see being a mother as a big gap in one’s CV, especially in today’s competitive job market,” Smit says.
Her words are echoed by a study conducted by the Federal Bank of St Louis, which found that over the course of a 30-year career, mothers
outperformed women without children at almost every stage of the game. Some mothers with at least two kids were the most productive of all.
But Smit says she is aware that most companies are rigid about their hiring processes and although they may not be comfortable with being open about
their fears of employing new mothers or mothers who are re-entering the workplace, it can be evident with some companies.
“Mothers re-entering into the workplace must also be proactive and not simply rely on the good nature of hiring managers. An easy approach of
bypassing the employment gap on your CV would be to use a skills-based CV layout as opposed to a chronological one.
“Candidates can also look at the skills prospective that employers require and be more strategic about highlighting what skills they have and are
exceptional at. If there are discrepancies, candidates can take accredited short courses to bridge the gap. Applicants should also sharpen their focus to
companies where they will be seen as an asset, not where they will spend most of their time apologising for being a mother,” Smit continues.
She says companies that do offer mothers the opportunity to share their skills with the organisation should also be cognisant of their employees’ needs.
“All organisations should be willing to embrace policies that support families, which includes fathers who provide a more active role in their children’s
lives,” Smit says.
She says organisations should be encouraging working mothers instead of shunning them for having children.
“Knowledge doesn’t have an expiry date and women are capable of remaining clued up on industry-related topics, even after they leave the workplace.
Employers should be inspiring women to be both great moms and career women,” Smit concludes.
Article provided by HR Company Solutions

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